Tag: digital

Interview BNP Paribas Asset Management: Digit’learning, an upskilling tool with gaming elements

 

To accelerate the upskilling of branch advisors and “deliver durable returns on investment for our customers in the long term”, BNP PARIBAS ASSET MANAGEMENT, the group’s division specialising in asset management, chose to complement its training package (in-class and online) with an innovative digital learning solution: the Digit’learning platform.

Developed by Coorpacademy and co-created with the company’s marketing department, the platform offers several training courses on BNP Paribas Asset Management’s financial products. 6,000 advisors have used the platform since 2018 to develop their expertise.

On the forefront of innovation, the company headed by Frédéric Janbon just announced the reinforcement of its commitment to sustainable investments.

We sat down with Sylvie Vazelle-Tenaud, Head Of Marketing For Individuals, Advisors and Online Banks, and Camille Lafon, E-Marketing Manager, who were kind enough to answer our questions.

 What are your main functions within BNP Paribas Asset Management?

Our role is to conduct the promotion of BNP Paribas Asset Management products within the BNP Paribas group’s distribution networks and towards individual clients. We also provide our sales teams in different countries innovative digital marketing solutions to help them conduct efficient training and provide the right information for branch advisors.

What was the problem you wanted to solve with Coorpacademy? And what was your objective?

We wanted to increase the expertise of our branch advisors on BNP Paribas Asset Management products. Considering the number of people targeted (nearly 12,000 employees), we needed a solution that would complement the training and information provided by BNP Paribas Asset Management sales representatives in the field. The digital solution was the most efficient way to reach that objective quickly.

How do advisors become familiar with BNP Paribas Asset Management products?

We use two ways to help them build their expertise and learn on BNP Paribas Asset Management products.

The first way is conducted either through physical presence in the field or via web-conferences with BNP Paribas Asset Management sales teams in every country where BNP Paribas has a distribution network.

The second way is done remotely, with pedagogical videos, online learning modules and games on digital platforms deployed across the entire network worldwide (challenges for building virtual allocation portfolios, for example)

What did the Coorpacademy platform add to the equation?

The Coorpacademy platform provided innovation and pedagogy. It is different from traditional online learning thanks to its additional gaming aspect. It also offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

The learners seem to be open to playing and use the gaming functionalities a lot (over 70,000 battles have been initiated). Do you think gamification is a key success factor in acquiring expertise?

Yes, absolutely. We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives” (to complete a level, an employee has 3 lives, represented as hearts on the platform; one wrong answer and they lose a heart/life, after 3 wrong answers, they must start again with a new quiz). We also highlight the fact they can earn stars (stars reward the completion of a course: the ranking of employees is ultimately defined by the number of stars earned). This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles (a functionality on the Coorpacademy platform which lets a player challenge another one on a course, with stars to win for the player with the most correct answers) but the employees discovered that functionality on their own and loved it!

 What are the main results you observed?

Lots of enthusiasm! User feedback is a good indicator:

  • “Great digital initiative! Very good pedagogical approach.”
  • “The platform is user-friendly thanks to the battles, much better than traditional online learning!”
  • “Very clear, the videos are graphically pleasing, and just the right length!”
  • “A way of revising that is quick and efficient, very succinct content, congenial platform.”

And once people are connected, the activation rate is high, the courses are often taken to the end, and the employees are even asking for more programs. The gaming functionalities are highly used and have a strong part in the enthusiasm surrounding the platform.

How do you create your tailor-made courses on the Coorpacademy platform?

We work according to the commercial calendar of each country and create upskilling programs designed to support the reach of pre-defined commercial objectives. At the marketing department, we define with the BNP Paribas Asset Management sales teams the content of the courses, which is then validated by the concerned distribution network. Once this step is over, the marketing team takes charge of the writing process of the scripts, makes suggestions for the videos, and everything is sent for production to Coorpacademy.

We generally launch one program per trimester in each country. We have already completed 10, and we have a dozen more in the pipeline for 2019!

Thank you very much! 

Thank you!

 

How Manor’s top executives and managers train on soft skills and digital culture: exclusive interview of Graziella Ribic

 

Manor is the largest department store chain in Switzerland. It has its own online shop. With a market share of 60%, it is the market leader. The company employs around 9,750 people in its 60 department stores, 28 Manora restaurants, 31 Manor Food supermarkets, 4 distribution centres and in its headquarters in Basel. Tradition and innovation come together in this company; since its founding in 1902, it has reinvented itself time and again. After all, change is – and will remain – a great constant. As the dynamic, fast-paced and innovative company that it is, Manor began working with Coorpacademy in October 2018, mainly to help its employees adapt to digitalisation.

The partnership with Coorpacademy is based on the following premises: no content generated, but the desire to train Manor employees on topics related to digital culture, the future of retail, management and leadership skills. On the occasion of the beginning of this partnership, we met with Graziella Ribic, Head of Executive Development, who is leading the project.

How does Manor implement its innovation strategy in everyday life, particularly in the areas of human resources and employees’ personal development? What does the company do in real terms?

We offer a range of professional development courses in these four areas: Digital Basics, Sales, Leadership and Purchasing. These courses are tailored to the future needs of the company and of the market, which we continually adjust in the face of emerging changes. For example, we are currently offering our managers the ‘Leading Change’ training course, which is made of 2 parts: digital courses with Coorpacademy and a subsequent classroom training component. In addition, our managers have free access to all Coorpacademy course offerings. This allows them to engage in continuous training in an independent manner on a whim.

You already have a process for designing training content. What were the requirements and what did you like so much about Coorpacademy and its catalogue that you wanted to add it to your existing content catalogue?

Since we were primarily looking for content and methods that would help us in the areas of digitalisation and leadership, Coorpacademy suited us immediately. The playful approach also appealed to us, as we already make sure our self-made e-learning courses have content that is as easy to understand as possible and that the knowledge is tested using short quizzes. The option of doing a five-minute learning session on a break or on the go is something that really goes down well with us, as our days usually have too few hours. Such short learning nuggets always fit in somewhere in the day!

Why do you think having a proper digital culture and learning soft skills are a key 21st century challenge?

Digitalisation has brought with it – and continues to bring with it – so many innovations that directly or indirectly change our daily lives. Who can imagine life without smartphones today? And we must know about all these innovations and learn how to use them. People who cannot keep up will one day – sooner rather than later – be left standing puzzled in front of a machine, helplessly looking around for staff that will no longer be available. But in my opinion, the question will not be one of ‘humans or machines‘ but rather of ‘both humans and machines‘. There will be areas where machines will dominate, but there will also be areas where humans will prevail. In order to find our way in daily life, we need to engage with the digital world. After all, digitalisation has come to stay.

Thank you very much.

Thank you.

Discover Graziella Ribic’s interview in video! (in German).

Is LXP the new LMS?

 

Coorpacademy co-founder and former head of Google France Jean-Marc Tassetto explains why a new breed of e-learning solutions are making the learner, not the training booker, the focus.

Jean-Marc Tassetto, co-founder of Coorpacademy, wrote this new piece published in Enterprise Times, a British online business technology magazine website.

Discover the full article here!

Here are some extracts from the article:

“Learning Management Systems (LMS) have been the central and most talked-about technology in the e-learning and corporate Learning & Development (L&D) space for the last 20 years. The problem: they are really there for course bookers, not the road warriors who actually need the training. A gap that has led to the rise of a new, more learner-centric, class of e-learning software, the ‘LXP’.

Influential L&D sector analyst Josh Bersin coined the term a few years ago. However, the idea was really properly sanctioned when Gartner gave it the seal of approval earlier this year.“

[…]

“Companies that only use an LMS typically have an administrative team managing the software and deciding what courses and training modules will be made available, with content choices made by Learning & Development managers and executives. The vast majority of employees cannot directly influence their learning experiences or content offerings.

Instead, learning needs to be embedded into the learner’s daily activities or the applications on which learners spend the most time, and we need new content creation models. Most likely in the form of e-learning that is smart, consumer-like and properly integrated into the flow of everyday activity.

An LXP, then, should reflect how we all behave in our day-to-day lives – how we look for content on our smartphones and address any knowledge shortfall as soon as it is identified.”

[…]

“Instead of privileging the administrator, however, LXPs are designed to cater to the learner’s immediate and future needs and be adjustable to their level, employing a range of tools to do so. Asking them questions before any teaching takes place (the flipped pedagogy model) is a great way to pinpoint learning levels. It means users only get offered the lessons they need.

This is the foundation of a move towards adaptive learning, in which content and teaching frameworks are customised to the individual. Such learner-centric platforms work and can secure high user engagement levels. Take the example of one of our users, Schneider Electric, which places user centricity at the heart of its training: “Individuals are able to self-pace their learning, and we are experimenting with mobile learning as the next frontier in this journey. Digital learning is now a way of life here.”

To read the article in its original form, it’s here!

Here are other articles from Jean-Marc Tassetto, co-founder of Coorpacademy:

Computational Thinking: a key skill in the 21st century – TrainingZone

Learner Engagement: why any corporate learning has to have the learner at its centre – TrainingZone

Computational Thinking will be vital for the future job market – Enterprise Times

 

Computational thinking: a key skill in the 21st century

In a world increasingly dominated by automation we need to equip employees with skills that complement computer technology and learn to work in partnership with robots.

Jean-Marc Tassetto, co-founder of Coorpacademy, wrote this new piece published in TrainingZone, the UK’s leading learning & development publication. As employees will need to have abilities that complement digital technology in the future, bringing a computational/programming-like approach into all of our approaches to work will be become a must-have 21st century skill to thrive in the Fourth Industrial Revolution.

Discover the complete article here! 

Here are some extracts of the article.

“In the decade since computational thinking (CT) was first formulated by then Carnegie-Mellon Professor Jeannette Wing, it has been emerging as a really powerful universal problem solving technique, in particular for helping us all to work better with automation technologies.

Hence Stephen Wolfram, inventor of the plain English Wolfram programming language, and an advocate of early years computer science, defines the approach as being”about formulating things with enough clarity, and in a systematic enough way, that one can tell a computer how to do them.”

[…] 

“So could CT [Computational Thinking] be the way to bridge that gap between hard and soft skills? Yes, because not everybody will be in need of hard programming proficiency. 

This could mean skills associated with the cloud, analytics, mobility, security, IoT and blockchain. There is also growing consensus that we have to introduce a computational/programming-like approach into all of our approaches to work. 

After all, topping the list of the World Economic Forum’s recent list of essential skills necessary for thriving during the Fourth Industrial Revolution is the skill of ‘complex problem solving.’”

[…]

“What does this look like in practice? Let’s say you’ve agreed to meet your friends somewhere none of you have ever been before. You would plan your route before you step out of your house. 

You might consider the routes available and which route is ‘best’ – this might be the route that is the shortest, the quickest, or the one which goes past your favourite shop on the way. 

You’d then follow the step-by-step directions to get there. In this case, the planning part is CT, and following the directions is like programming.”

Discover the full version here on TrainingZone’s website.

And discover other pieces from Jean-Marc Tassetto:

Improving workplace e-learning for employees.

Is e-learning about to go through a major transformation?

Is e-learning on the brink of an engagement revolution?

Coorpacademy number 2 of the top Learning Experience Platforms for 2019!

The American expert on digital learning Craig Weiss ranked Coorpacademy 2nd in the top Learning Experience Platforms for 2019!

Who is Craig Weiss?

Craig Weiss is the CEO of The Craig Weiss Group, an American research and advisory company. He was recently named the most influential person in the world for the digital learning space.

Last June, he was already speaking about Coorpacademy: « This LXP (Coorpacademy) is definitely a fast riser. UI/UX is excellent. Analytical data is quite good. Gamification battles – are very cool. Admin is good and learning environment is strong. Mobile plays well. Video management is superb. » 

What is the full ranking?

  1. Learn Amp (UK)
  2. Coorpacademy (CH-FR)
  3. Degreed (US)
  4. EdCast LXP (US)
  5. Percipio by Skillsoft (US)
  6. 360Learning (FR)
  7. Looop (UK)
  8. TILE by Toolwire (US)
  9. magpipe by Filtered (UK)
  10. me:time by Lumesse (racheté par Saba) (UK)

Discover here Craig Weiss’s newsletter which announced the ranking.

A good way to start off 2019 right!

Improving workplace e-learning for employees

 

This article written by Jean-Marc Tassetto, co-founder of Coorpacademy, has been originally published in Education Technology. To read it in its original form, it’s here.

Coorpacademy co-founder Jean-Marc Tassetto discusses workplace learning, and why technology is essential in supporting employee upskilling.

Sapiens author Yuval Harari has written that the kinds of skills we need in the workplace are radically shifting, with Artificial Intelligence (AI), bioengineering and other emerging technologies making both our lives and what we do between 9 to 5 look very different.

In his latest book, 21 Lessons for the 21st Century, Harari is also now warning us that the future of education is going to be as equally disrupted, given how young people already have far too much information, and that what’s needed instead is to coach people in “the ability to make sense of information, to tell the difference between what is important and what is unimportant, and above all to combine many bits of information into a broad picture of the world.”

Of course, it’s not just futurologists like Harari who are warning the training sector change is afoot. Another is learning industry analyst Edmund Monk, who warns that “The current school student sees learning now as not being about fact retention, but synthesis and analysis of those facts,” and that A-level students will soon be allowed to take their smartphones into their final examinations, as we move away from memory testing into synthesis challenging.

Whether or not that really will happen that soon, surely what we can agree on is that the whole concept of skills, as well as the more crucial question of which ones really matter for employer now and in the near future, is under the microscope.

The rising value of the soft skill

As we continue deeper into the new century, ‘soft’ skills such as critical thinking, communication, working better with other people and creative thinking will end up more in demand, in contrast to the ‘hard’ skills and technical skills that are more reliant on fact-retention.

Indeed, occupations that rely on such soft skills may account for two-thirds of all jobs by 2030 according to Deloitte, while the Manpower 2018 Talent Shortage Survey underlines how transferable soft skills are gaining greater importance, with more than half of employers saying communication skills – written and verbal – are their most valued employee attributes, followed by collaboration and problem solving.

Another study, the World Economic Forum’s recent Future of Jobs study, gives us even more clues as to we can expect. Creativity is one of the top three skills workers will need, it says, and while robots may help us get to where we want to be faster, they cannot as yet beat humans at creative tasks. (Intriguingly, emotional intelligence, an attribute that did not feature in the top 10 in its last (2015) report, has somehow become one of the most desired skills needed in the workplace.)

Learning and Development (L&D) leaders need to accelerate their efforts to upskill and reskill employees – plus say goodbye to long, boring training sessions that are too general to be personalised.

The critical question, then, is how organisations will learn or re-acquire these increasingly desirable new capabilities? Learning and Development (L&D) leaders need to accelerate their efforts to upskill and reskill employees – plus say goodbye to long, boring training sessions that are too general to be personalised, and not at all engaging to today’s learner.

The LXP difference

The good news is that a new generation of digital tools is making training relevant and exciting, delivering what the learning organisation of tomorrow says it will need: the learner at the centre of the learning experience. There is undoubtedly a shift happening from an administrator-centric approach to one of a learner-centric approach, or a Learning Centric Platform (LXP or LEP). For example, analyst group Gartner defines an LXP as an additional portal layer that simultaneously expands (i.e. range of content) and enhances (i.e. delivers greater personalisation) the learner’s interaction.

Given how, when done well, such LXPs provide “a better learner experience through improved personalisation via adaptive learning, recommendations and individual learning paths,” it’s clearly time L&D leaders heeded the cue to get the learning experience back to the top of their list when they think about education technologies.

They also need to re-think training to be more like what people really want to engage with now – think, content that is diverse, interesting and very easily accessible, mobile, always on, always available – delivered in engaging, bite-sized chunks that are engaging and fill gaps in knowledge where they exist.

And, where appropriate, L&D teams should exploit the engagement potential of techniques like gamification, online competitions and quizzes between learners. Neuroscience has shown us that playing stimulates curiosity and the desire to progress, for example, as ‘play’ in the widest sense creates a positive, reinforcing learning experience.

To be successful, a modern workplace learning experience should be deeply integrated with a job position and be directly useful to the learner. Microlearning is a very powerful way to make this happen, and should therefore be well integrated into the learning experience, allowing the employee to directly look for the knowledge she really needs before a meeting, for example. At the same time, the contribution of wider communities of learners should not be underestimated; the ability to interact and measure up to others increases learning capacity.

As a result of the kind of dramatic employment changes people like Harari and organisations like the World Economic Forum predict, it is becoming essential we all examine our long-term employability. Businesses who let up-skilling their staff fall by the wayside because they haven’t revisited training technology requirements will find themselves in a perilous position going forward. So now is the time, perhaps, to think again about your whole position vis-a-vis technology for training.

W: coorpacademy.com

Source : Education Technology, Sunday 11th November 2018. Discover the original article here: https://edtechnology.co.uk/Blog/improving-workplace-e-learning-for-employees/

Is e-learning about to go through a major transformation?

By Jean-Marc Tassetto, co-founder of Coorpacademy.

This article has been originally published in IT Pro Portal, one of the UK’s leading and most respected technology information resources. To read it in its original and complete form, it’s here.

Here are some extracts of the article:

“E-learning has hit the doldrums. Practitioners and customers can protest all they like, but e-learning isn’t delivering on the educational revolution it promised. You only have to look at the student dropout statistics to see that something needs to be done to put it back on the rails.”

[…]

“There are a large number of people that just aren’t completing courses their organisations have paid for and engagement rates are worryingly low. Our data suggests that 2 and 3 per cent is not unusual for a large proportion of corporate training modules on offer.

So why do we have this black cloud sitting over e-learning? The simple reason is that we have ignored content in e-learning at the expense of the way we deliver and administer it. This means that the Learning Management System (LMS), which is seen as an enormous benefit by the HR administrator, offers little for the learner. This is a crucial point as if the learner isn’t engaged there is absolutely no learning taking place.”

[…]

“LEPs (i.e. Learning Experience Platforms) deliver a consumer-like experience. Firstly, learners recognise their way around from the applications they use on their own devices on a daily basis. Tailored training recommendations prepare their skill sets for individual roles they may take up in the future.

This directly connects e-learning requirements with a learners’ personal goals and experiences – and shows them how they are part of the wider organisational picture. LEPs can achieve this by embedding learning into the learner’s daily activities or the applications on which learners spend the most time.

Employees today are looking at intuitive interfaces they recognise that fit seamlessly into the workflow. They expect a Netflix-like experience in their e-learning solution, for example. Traditional e-Learning just can’t deliver on these expectations.”

[…]

“Organisations need to get the learning experience back to the top of the list. They need to re-think training as a very similar experience to the ones employees look for in their own apps – content that is diverse, interesting and very easily accessible. Mobile, always on, always available, delivered in engaging, bite-sized chunks that are engaging and fill gaps in knowledge where they exist. And where appropriate, utilise engagement techniques like gamification, online competitions and quizzes between learners. Both designed to end the isolated e-learning experiences that lead to users dropping off e-Learning courses.”

Find out more by reading the complete article on IT Pro Portal.

 

 

Sitting down with James Lawrence, Founder and CEO of Knightsbridge Trading Academy

 

Knightsbridge Trading Academy aims at developing the trading skills of their students by equipping them with the latest strategies and technology. Their programmes will help students learn to earn from the elite traders, CISI accredited tutors, brokers and financial analysts in the industry, who have worked for some of the most prestigious institutions in the world. Their tutors have a combined experience of over 75 working years in the financial sector. Their mission is to improve clients’ understanding of trading and investing, along with their general understanding of financial markets. Knightsbridge Trading Academy – in association with the London Stock Exchange Group Academy – has developed a programme designed to improve investment strategies using fundamental and technical analysis, investment psychology, risk management, asset allocation and how to interpret news.

It’s a new recent addition to the Coorpacademy catalogue. Knightsbridge Trading Academy has co-edited two courses on the platform, which aim at explaining to learners the key principles of trading, from the stock exchange to the different types of asset class. These courses are also giving tips and techniques for traders. Following the release of these two courses, we had the chance to sit down with James Lawrence, Chief Executive Officer of the trading academy, who answered our questions.

“Thanks a lot for your time. Before joining and founding Knightsbridge Trading Academy, what were you doing and what made you want to create a trading academy?

Prior to founding Knightsbridge Trading Academy I worked in financial markets as a FX & Equities broker, working with mainly private clients and corporate customers. I decided to found Knightsbridge Trading Academy largely due to becoming frustrated in the poor quality professional education available in the marketplace, more specifically FX (Forex – Foreign Exchange Market) related education designed for retail customers. Unfortunately financial education is not a regulated activity in the U.K. (it is in Australia). This leads to many FX educators making wild and misleading statements and have a “get rich quick” style theme.

I decided to work towards operating in a highly professional and expert manner only providing factual information, providing complete transparency. Today our programmes are fully accredited, some by multiple accreditation bodies and Knightsridge Trading Academy is accredited by the British Accreditation Council for Independent Further and Higher Education as a Short Course Provider unlike any other company which sits within our competitive landscape.

For a lot of people, trading can be unknown, sometimes obscure. How do you think your courses are creating a new, fresh way of looking at trading?

All our programmes are designed for people with little or no experience. Financial trading can seem daunting, this is one reason we ensure our trading programmes are accredited. We provide our students the assurance our programmes have been laid out in a format a student can understand and digest.

We provide a methodology whereby delivering small bite size video programmes followed by short exams, and once students understand the basics we move into a more intermediate learning process. Our programmes are a mix of theory and practical based learning, so students can adopt what they learn into live trading environments.  There is still some demystification needed to break down perceptions to who can learn financial trading. We have trained hundreds of students all from varied walks of life.

In the actual – and future economy – how do you think trading will evolve?

Trading is currently moving into a new future at a extremely fast pace with the use of technology and fintech. Today it’s easier than ever to create strategies and use Machine learning & Artificial Intelligence to trade more efficiently without human errors.

We work alongside several universities creating strategies designed in Machine learning & Artificial Intelligence. Whereby training robots via Artificial Intelligence allows a trader to trade the markets seamlessly, create strict risk parameters, create rules based systems without technical errors made via counterparts…

Do you think a better common knowledge in trading – for everyone – can help avoiding further economic crisis?

I think that general people and businesses will make better informed decisions if they fully understand the risks associated across all asset classes of finance including what drives these assets & markets.

Your training include accredited, 2 day classroom bootcamps, 5 day classroom programme and 5 week online trading programme. What do you think about short micro-learning Corporate Digital Learning and how it can be complementary with your programmes?

It’s a great concept and allows users to digest smaller content in there own time, either during or after work hours. The digital learning programme provides a great foundation to our more dedicated industry specific programmes we offer. In this two courses, learners can train on the principles of trading, but also some tips and techniques, using new teaching methods. By using flipped pedagogy, learners start with the questions – if they know, they pass the questions, if they don’t, they access the video lesson from Knightsbridge Trading Academy. The fun and social aspect of the course also allows learners to access knowledge in a more engaging way, by competing with their peers on the different types of asset class, for example.

Thanks a lot for your time, James!

Thank you!

Employers buy into ‘Netflixisation’ of executive education – an article in the Financial Times

 

To read the article “Employers buy into ‘Netflixisation’ of executive education” published in the Financial Times, it’s here!

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